發(fā)布時(shí)間：2018-02-27 19:54

  本文關(guān)鍵詞： 保險(xiǎn)公司 電銷(xiāo)專員 激勵(lì)方案 再設(shè)計(jì)　出處：《山東大學(xué)》2013年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：近些年,隨著國(guó)內(nèi)保險(xiǎn)行業(yè)規(guī)模的不斷擴(kuò)大與電子商務(wù)技術(shù)的迅速發(fā)展,電話營(yíng)銷(xiāo)模式逐漸成為各大保險(xiǎn)公司新的業(yè)務(wù)增長(zhǎng)極與發(fā)展制高點(diǎn),因此作為企業(yè)發(fā)展重要支撐點(diǎn)與主動(dòng)力的人力資源這一要素,成為了企業(yè)在這一領(lǐng)域提升競(jìng)爭(zhēng)力的關(guān)鍵環(huán)節(jié)。而電銷(xiāo)專員團(tuán)隊(duì)作為保險(xiǎn)電話營(yíng)銷(xiāo)業(yè)務(wù)的一線力量,其職業(yè)素養(yǎng)、業(yè)務(wù)水平以及個(gè)人潛能的發(fā)揮都對(duì)企業(yè)的經(jīng)濟(jì)效益、市場(chǎng)任務(wù)以及長(zhǎng)短期發(fā)展戰(zhàn)略的實(shí)現(xiàn)產(chǎn)生著重要影響。在這一形勢(shì)下,如何以科學(xué)有效的方法激勵(lì)員工發(fā)揮其最大潛能,實(shí)現(xiàn)企業(yè)與員工的雙成長(zhǎng),成為保險(xiǎn)電銷(xiāo)行業(yè)最為關(guān)心和迫切解決的問(wèn)題。 當(dāng)前,關(guān)于傳統(tǒng)保險(xiǎn)代理人激勵(lì)方面的研究成果已相對(duì)成熟,但是針對(duì)保險(xiǎn)電話營(yíng)銷(xiāo)這一新的經(jīng)營(yíng)模式,對(duì)電銷(xiāo)專員這一群體進(jìn)行激勵(lì)研究的理論還不多,這也是本文寫(xiě)作中最大的亮點(diǎn)。 本論文共分為六個(gè)章節(jié),按照緒論部分、理論綜述、激勵(lì)現(xiàn)狀、方案設(shè)計(jì)以及結(jié)論建議的邏輯順序逐一論述。在對(duì)有關(guān)激勵(lì)理論進(jìn)行梳理與總結(jié)的基礎(chǔ)之上,筆者選取國(guó)內(nèi)業(yè)務(wù)規(guī)模較大、具有一定代表意義的TP人壽作為研究對(duì)象,通過(guò)在山東分公司電銷(xiāo)中心進(jìn)行訪談及問(wèn)卷調(diào)查的方式,取得了豐富的一手資料,并在此基礎(chǔ)上認(rèn)真分析了企業(yè)當(dāng)前的激勵(lì)措施、效果、問(wèn)題,針對(duì)性地對(duì)電銷(xiāo)專員激勵(lì)方案進(jìn)行了再設(shè)計(jì)。 通過(guò)論述本文認(rèn)為：面對(duì)激烈競(jìng)爭(zhēng)的行業(yè)現(xiàn)狀,電銷(xiāo)專員的忠誠(chéng)度、業(yè)務(wù)能力以及工作素養(yǎng)成為企業(yè)核心競(jìng)爭(zhēng)力,對(duì)于電銷(xiāo)專員的激勵(lì)狀況將在很大程度上影響公司業(yè)績(jī)水平與發(fā)展前景,因此針對(duì)當(dāng)前激勵(lì)方案中存在的不足,建議企業(yè)采取人性化的管理理念,滿足員工合理需求,拓寬員工發(fā)展前景,切實(shí)增強(qiáng)員工的安全感、歸屬感、依賴感、幸福感以及榮譽(yù)感,旨在實(shí)現(xiàn)員工的高留存率、高活動(dòng)率、高績(jī)效,有效提升企業(yè)效益,增強(qiáng)企業(yè)競(jìng)爭(zhēng)力。希望該研究能夠?yàn)門(mén)P人壽山東分公司實(shí)現(xiàn)員工與組織的雙贏提供參考,同時(shí)也希望為行業(yè)內(nèi)其他公司的發(fā)展產(chǎn)生借鑒意義。
[Abstract]:In recent years, with the continuous expansion of the scale of domestic insurance industry and the rapid development of e-commerce technology, the telephone marketing model has gradually become the new business growth pole and the commanding point of development of major insurance companies. Therefore, as an important supporting point and main driving force of enterprise development, human resource has become a key link for enterprises to enhance their competitiveness in this field. The exertion of business level and individual potential has an important influence on the economic benefit, market task and the realization of long-term and short-term development strategy of the enterprise. Under this situation, how to motivate the employees to exert their maximum potential scientifically and effectively, Realizing the double growth of enterprises and employees has become the most concerned and urgent problem in the insurance industry. At present, the research results of the traditional insurance agent incentive have been relatively mature, but in view of the new business model of insurance telephone marketing, there are few theories on the incentive research to the electric marketing specialist. This is also the biggest bright spot in this writing. This paper is divided into six chapters, according to the introduction, theoretical review, incentive status, scheme design and conclusion of the logical sequence of recommendations, on the basis of combing and summing up the incentive theory, The author chooses TP Life, which has a large domestic business scale and a certain representative significance, as the research object. Through the way of interview and questionnaire survey in the electricity Marketing Center of Shandong Branch, the author has obtained rich first-hand information. On the basis of this, the incentive measures, effects and problems of the enterprise are analyzed, and the incentive scheme of the electric sales specialist is redesigned. This paper argues that in the face of the fierce competition in the industry, the loyalty, business ability and work accomplishment of the electric marketing specialist become the core competitiveness of the enterprise. To the extent that the incentive status of the electric sales commissioner will affect the performance level and development prospects of the company, it is suggested that the enterprise should adopt the humanized management concept to meet the reasonable needs of the employees in view of the shortcomings of the current incentive scheme. To broaden the development prospects of employees and enhance their sense of security, belonging, dependence, happiness and honor, in order to achieve high retention rate, high activity rate, high performance, and effectively enhance the efficiency of the enterprise. It is hoped that this study can provide a reference for the realization of win-win situation between employees and organizations in TP Life Shandong Branch, as well as for the development of other companies in the industry.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：F272.92;F842.3

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